What Changes to Salary Sacrifice Scheme Could Mean for Employers

The Autumn Budget 2025 is fast approaching, and one of the most debated areas is pension salary sacrifice. More than 90% of mid-market employers now expect restrictions, reflecting the Chancellor’s push to raise revenue and curb the rising cost of pension tax reliefs. Business leaders are preparing for reform, and many are questioning what the expected changes to salary sacrifice scheme could mean for their staff and overall costs.

At Apex Accountants, we work with businesses across the UK to provide clarity on complex tax and pension rules. Our goal is to help employers anticipate reforms, safeguard employee benefits, and plan ahead with confidence.

What Changes Are Being Considered?

HMRC’s research, published in May 2025, set out three possible models for reform:

• Full NIC charges – remove the National Insurance exemption, so both employers and employees pay NIC on the sacrificed salary.
  
• Complete removal of reliefs – end both NIC and income tax advantages, making salary sacrifice no more beneficial than direct pension contributions.
  
• Threshold model – preserve NIC savings up to a set amount (for example, £2,000 per year), with NIC applying above that threshold.

Employers strongly rejected the first two scenarios, warning they would undermine long-standing pensions salary sacrifice schemes. The third option was considered more balanced, though still unwelcome.

Why Do Employers Expect Restrictions Now?

Several factors suggest reform is imminent:

• A Censuswide-BDO survey found that 49% of senior executives think restrictions are “quite likely”, and 45% think they are “very likely”. Less than 1% believe changes are unlikely.
• In 2023/24, the government spent £23.5 billion on NIC relief and £28.5 billion on income tax relief for pensions. Together, this represents one of the costliest areas of tax support.
• The Resolution Foundation, in a September 2025 report, recommended “dialling down” the benefits of salary sacrifice for employers to raise revenue. Their proposals underline the growing pressure on the Chancellor to act.

What Other Approaches Are Being Discussed?

Beyond the HMRC-tested models, policymakers and think tanks have floated additional options:

• NIC cap across benefit types – set a universal ceiling of £2,000–£5,000 for all salary sacrifice benefits, including pensions.
  
• Pension fund levy – introduce a small annual charge on pension funds (for example, 0.25%), collected by providers, to raise revenue with minimal impact on savers.
  
• Standardised tax relief – shift to a flat-rate relief model, reducing the benefits currently enjoyed by higher-rate taxpayers.
  

Any of these measures would cut Treasury costs, but each risks making pension saving less attractive. Businesses currently relying on salary sacrifice pension rules would need to recheck compliance carefully if changes are introduced.

How Will Changes to Salary Sacrifice Scheme Affect Employers and Employees?

• Higher employer costs – NIC liabilities would increase if exemptions were capped or removed.
  
• Reduced staff savings – employees may see lower take-home pay, affecting morale and pension participation.
  
• Administration pressure – payroll teams would face greater complexity under a threshold model or levy system.
  
• Timing risks – employers considering new schemes must weigh the possibility of transitional protections if reforms apply only to future arrangements.

Both employers and employees benefit from existing salary sacrifice pension rules, which make contributions more efficient. Any restriction will therefore have a direct impact on savings, benefits, and long-term staff retention.

How Should Employers Prepare Ahead of the Autumn Budget?

At Apex Accountants, we believe employers should not wait for the Chancellor’s announcement. Key steps include:

• Review existing schemes – understand current NIC and tax savings across your workforce.
  
• Run scenario testing – calculate potential costs under full removal, NIC-only, or threshold restrictions.
  
• Communicate early – prepare to explain changes clearly to employees, reducing confusion and preserving trust.
  
• Reassess benefits packages – explore other incentives to support retention if pension advantages are reduced.
  
• Seek specialist advice – early planning with tax and pension experts will help you adapt smoothly.
  

Apex Accountants’ View

Pensions salary sacrifice schemes have long provided a tax-efficient way for businesses to support retirement savings. Yet the fiscal and political climate makes reform highly probable in the Autumn Budget 2025. Early planning will put employers in the best position to safeguard employee benefits and manage costs.

Apex Accountants supports businesses with tailored pension and tax planning advice. We translate complex reforms into practical actions, helping employers maintain compliance and employee confidence during change.

Conclusion

The Chancellor is under growing pressure to reform pension salary sacrifice in November’s Budget. Whether through NIC charges, cap relief, or new levies, restrictions now seem more like a question of “how” than “if”. Employers should act now to prepare.

Apex Accountants is here to guide you through these changes. Contact us today to discuss how our tailored advice can help you protect your workforce and plan for the future.